Strategic Career Design Module 1 Lecture Slides.pdf
- 1. Strategic Career Design Module One Introduction to Unit and Contextual Frameworks
- 2. MODULE OBJECTIVES Provide an overview of the future of work and what it means for career sustainability Outline the new forms of career Explain the concept of employability Outline the key findings of the Foundation for Young Australian report (2017) and its value for career preparedness Provide an overview of the employability survey and work with students to complete it
- 3. The Future of Work • The focus now and in the future is about sustaining a career – not a job. • You will hold multiple jobs at any given time: casual, project based, short term, self-employed. • Under-employment – particularly young, unskilled workers. • Technology and AI will perform all manual and routine, administrative work – including those tasks with routine predictability. • Organisations will be flexible, flatter and more collaborative.
- 4. The Fourth Industrial Revolution • Represented by digitization and work automation (Schwab 2016). • Fundamentally changes the nature of work and society. • Disappearance of thousands of jobs and occupations being replaced by new ways of work (Brynjolfsson & McAfee 2014). • Replacing cognitive work and human workers altogether. • Job polarisation (Autor 2015). • Increase in the gig economy (crowd work and work on demand) (De Stefano 2016).
- 5. Careers Click the tabs below to learn more. New Forms of Career Career in Context Video: Siobhan Austen • The nature and progression of what defines a career has changed significantly. • Life-long learning is a key feature to meet ever-changing skill demands and to retain employability. • Non-secure employment: no longer a long-term bond of loyalty and commitment between employer and employee. • Careers are boundary-less and often based upon psychological contracts. • Self-directed and flexible within a framework of non standard work arrangements. • Neither the person or the organisation will be the driver of employment – the digital matchmaker will perform this role, matching work and projects to job seekers within a global database – app based. • Increased interconnection between work and non work roles. • Career planning morphs into life design.
- 6. Careers Click the tabs below to learn more. New Forms of Career Career in Context Video: Siobhan Austen • Your career will be one of the most important features of your life. • It will occupy at least half of your waking hours for the next 40 years! • Your career should be congruent with who you are – what does this mean? • You will age and possibly mature! As you do so, your career priority will need to adapt and be responsive to change. • Careers involve major decisions and choices – many of these will be difficult and life changing.
- 7. What is Employability? • Work readiness: a demonstrable outcome determined by attaining a set of attributes (Bridgstock 2009). • A set of generic and transferable skills, dispositions and attributes that can competently translate across many occupations and workplace sectors. • Capacity to move self-sufficiently within the labour market (Hilage and Pollard 1998). • Capacity to present such skills and attributes to employers. • The ability to find, create and sustain meaningful work across lengthening working lives and multiple work settings (Bennett 2016). • Requires adaptability, self-reliance, flexibility, initiative, awareness of contexts.
- 8. Key Skill and Attribute Requirements by Employers Least Desirable Skills and Attributes from Employer Perspective Interpersonal and communication skills (58.3%) Arrogance (24.8%) Cultural alignment/values fit (34.3%) Poor oral communication (24.5%) Emotional intelligence (26.2%) Poor communication skills (21.5%) Reasoning and problem solving (22.6%) Poor cultural fit (20.7%) Academic results (19.6%) Unwillingness to learn (20.7%) Work experience (19.1%) Lack of passion (19.3%) Technical skills (14.4%) Poor interpersonal skills (13.9%) Demonstrated leadership (13.1%) Poor teamwork (12.3%) Extracurricular involvement (7.4%) Motivational fit (11.2%) Community/volunteer service (1.6%) Poor academic results (11.2%) Inflexibility (7.6%) Graduate Outlook Report Results (2015)
- 9. Career Trends • Multigenerational • International • Increased insecurity in employment and income • A flexible, contracting mode of employment to meet business needs; a flexible firm model with forced flexibility • Convergence of technologies and disciplines • Fluidity of jobs and organisations – the focus will be on moving from project to project across multiple employers and sectors: the latticed career
- 10. Foundation of Young Australians (FYA) Report Findings 2020 Click the tabs below to learn more. Introduction Flexible Work The Eight Ways of Working • Report: The New Work Order Series: The New Work Standard: How young people are engaging with flexible work • The report was launched during COVID-19 and the worst recession Australia has seen in three decades • In May 2020, under utilisation of young people in the workforce peaked at 60% • The report looks specifically at non-traditional work: flexible work and work in the gig economy • Since 2016, there has been a 340% growth in the number of people engaging in gig work (work on- demand accessed via digital platforms – we show examples of this in the final week of semester)
- 11. FYA Report Findings 2020 Click the tabs below to learn more. Introduction Flexible Work The Eight Ways of Working Source: The Foundation for Young Australians (2020). The New Work Standard, p. 5
- 12. FYA Report Findings 2020 Click the tabs below to learn more. Introduction Flexible Work The Eight Ways of Working Source: The Foundation for Young Australians (2020). The New Work Standard, p. 12
- 13. Career Click the tabs below to learn more. What is a Career? Important Features of a Career • Historically meant a progression through a series of work related roles. • Was predominantly equated with males entering the military, law, medicine or the Church: starting their prestigious ‘career’. • Progressed toward an understanding of a long term chronological sequence of paid work experience. • Career and occupation often confused. • No longer a single experience with a linkage to jobs. • It is now an evolving series of experiences – paid or unpaid over time.
- 14. Career Click the tabs below to learn more. What is a Career? Important Features of a Career • Careers continually evolve and change. • Careers are cumulative. • It is not just paid work – interplay between paid and other parts of our lives. • Not just objective experiences – our internal experiences are part of our career journey. • A career potentially lasts a lifetime. • Many paths intersecting.
- 15. EmployABILITY Self Assessment Toolkit "Are you ready for graduate life? Worried about finding work? Not sure what to put in your CV? With the Developing Employability Student Starter Kit, you can take control of your employability development. Develop a personalised profile which identifies your unique strengths and key areas for improvement. Then, access free resources that help you create your future. With the Student Starter Kit, you can make sure you’re putting your best foot forward. Get started here “ https://student.developingemployability.edu.au/employability-self- assessment-tool
- 16. Why do the Employability Survey? • It relates to Assessment Two – Your Career Passport • It allows you to look at your strengths and weaknesses in a formal report • Make sure when you do the survey you are as honest as you can be with your answers as this will ensure you recognised the skills you need to develop in the future • You also use elements of the survey in Assessment One – Your Career Plan and you can write about your findings in more depth in the Career Plan
- 17. So how many assessments are there? There are three major assessments for SCD 1. The Career Plan 2. The Career Passport 3. Team Assessment
- 18. Assessments for this trimester Assessment One – Career Plan Due Date: Monday 8am WST (Week 8) Weighting: 40% Length: 1800 words Format: Report Assessment Two – Career Passport Due Date: • Part A - Monday • WST (Week 6) – Modules One and Two • Part B - Monday 8am WST (Week 11) – Modules Three and Four (and any other modules if you choose to do more than 4) Weighting: 30% (15% for Part A and 15% for Part B) Length: 300 – 400 words per module (Reflections should read between 1200 -1600 words)
- 19. A formative assessment teaching you how to work in teams worth 30% • Groups of four will be established in Week 2 • You will be assessed throughout the semester and class attendance is where most of the marks are allocated: ❖Week 3: Belbin Inventory: 2 marks ❖Week 3: Group contract and log 2 marks ❖Week 5: Six thinking hats: 3 marks ❖Week 6: Team Building activity: 4 marks ❖Week 8: Team Conflict activity: 3 marks ❖Week 9: Team lesson plan: 2 marks ❖Week 11: Team rehearsal: 4 marks ❖Week 12: Presentation: 10 marks Assessment Three: Team Assessment